DARAAN - -
1f04-10304-10000 j 2025 RELEASE UNDER THE PRESIDENT JOHN F. KENNEDY ASSASSINATION RECORDS ACT OF 1992

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wae Aix 1002
ath 5

8 January 1979

MEMORANDUM FOR: Director of Personnel

SUBJECT : Annual Fitness Report - George Joannides
Operations Officer
S-1

ESN 064818] Z3
OB 5 July 1922
Ob6Ts/FOTYZ ©

- 1. This Memorandum in Lieu of Fitness Report is prepared
_in accordance with HR 20-20, for the period mid-June 1978 through
' 12 January 1979. The occasion of the Fitness Report is the
retirement of the rating official.

2. The undersigned was detailed in mid-May ‘to serve
as the Agency’ s Principal Coordinator for work with the House
Select Committee on Assassinations. As it became apparent that the volume
of the work required assignment of additional full-time personnel, the
decision was made. that one experienced officer was needed to handle
the DDO account. A senior officer experienced in DDO work and available
to serve for several months was requested. Mr. Joannides was known to
the undersigned by reputation, although not personally, and arrangements
were made for his detail to the work. While there is no way to outline
the qualifications that. one should have for this sort of work, it
became quickly clear that Mr. Joannides was the perfect man for it.

3. Mr. Joannides was responsible for a new procedure in
recording of exchanges with the HSCA. As it developed, the Agency's
logs and records on the status of requests by the HSCA and the Agency's poe
responses - became the only reliable record; it was clear that the HSCA seated:
often did not know the status of business in this respect and time
and time again had to come to this office for clarification. Beyond
that. early contribution to the ordering of the affairs of the office,
Mr. Joannides handled day-to-day follow-ups of requirements by
telephone with the DDO focal point as well as throughout the DDO.
Further, the firm position that he took with the young investigators
in response to aggressive harassment on some occasions was exactly
what the situation called for. A person of his maturity and experience
handled the job exactly as required by the situation. If the peculiar
nature of the work did not call on Mr. Joannides.for all the talents of Berner
his wide experience, it nonetheless was his experience and quick So
perceptions that ensured a superior performance. His advice and

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counselling on courses of action to cope with unique situations
was always sound and responsible.

4. The work in this assignment provided Tittle occasion
for Mr. Joannides to demonstrate. attitudes on either EEO matters or |
economy considerations that are required by regulation for comment
in Fitness Reports. As a result, no comment is made.

5. Not because of the demands on his superior talents,
but because of the cool. efficacy. with which he handled an unusual
special assignment, Mr.. Joannides' work is evaluated as Outstanding.

3h ~—. Z_* y ,
S. D. Breckinridge

I certify that I have seen the comments in the Narrative section
of this memorandum. .

« Q a qy
Date

Ete | :


(When Filled In)
. ’ EMPLOYEE SERIAL-NUMBER .
064818]
ENERAL
DATE OF BIRTH [3. ee a9 5. SI
6. OFFICIAL POSITION TITLE | ora OF | oes 8. CURRENT STATION
Ops. Officer Die /Sh.3.
[x_[esnees [ [ness [rsupenany | [nuns rsa
eaneenrncvatnne Gov nemo Sect [RK [awmwan | ae atrewnen iruover:
On a i SO
11. DATE REPORT DUE IN:0.P. 12. REPORTING PERIOD (From- to) :
. 1 April 1963 - 31 March 1964
SECTION B “PERFORMANCE EVALUATION ‘
W - Weak Performance ranges from wholly inadequate to slightly less than satisfoctory. A rating in this category requires
Oo “positive remedial action. .The nature of the action could range from counseling, to further training, to placing on
probation, to reassignment. or to separation. Describe action taken or proposed in Section C,
A~ Adequate - Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor
" excellence.
P - Proficient Performance Is more than satisfactory. Desired results are being produced inc proficient manner,
|S. Strong Performance is characterized by exceptional proficiency. ;
O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of
. others doing similer work os to warrant special recognition.

SPECIFIC DUTIES

List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the
menner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees
with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised): os .

SPECIFIC DUTY NO. 1 RATING
Supervises and manages the Station's covert action ‘branch which
employs een} s spott officers: and Coven, gonna’ employees. mies -[8)

RATING
LETTER

SPECIFIC DUTY NO. 2 ae
Serves as senior, case: officer for a student project. which: involves
distribution: of printed . propaganda,: production of. radio programs ; Ww _-
and the development of political action programs: , ; {s]

SPECIFIC OUTY. NO. 3 . 7 RATING
Maintains liaison with the FL, CI and PM branch chiefs, in- order QP Tee |
to.insure that the Station's covert action effort is appropriatel py
supporting the missions of -the other branches. : ~

SPECIFIC OUTY NO. 4 aa . ue . ute RATING
Conducts production and security. reviews on the Btation' s covert
action operations: - ; : ; Lo,

»

SPECIFIC DUTY NO. 5 - ce : . mo, . Cos so T RATING
an a : : LETTER

SPECIFIC DUTY NO.6 =" os ne Te ~ RATING
: ; ; LETTER

RATING
LETTER

of”.

Yonc.

Take into gecount evel rything about the employee which influences his effectiveness in his « current position such as per-
formance of specific ies, productivity, conduct on n joe cooperativeness, pertinent personal traits or habits, and
particular limitations or talents. Based on your knowledge of employee's overall performance during the-rating period,
place the letter in the rating box corresponding t to the statement which most accurately reflects | his level of performance.
we
wy

rgeé 45 ossovete PREVious EDITIONS. SEE

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ae . (When Filled In)

SECTION C NARRATIVE COMMENTS __ :

Indicate sj nificant strerfgths or weaknesses demonstrated in current position keeping af pre tive their relationship to
overall perfor iormance, State suggestions made for improvement of work performance, Give Oe B Sheree! ning. Comment
on foreign language competence, if required for current position, Amplify or explain ratings given in Sect! b provide best

basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if
applicable. veking, dedicates ana Weddle trtacer who »
Subject is a hard working, dedicated and e shoes AE Sper who has
proven by performance that he can accomplish assigned o onal tasks
in allowable time limits. The period covered byy Per is fitness report
represents Subject'’s initial Agency exposure to thosWdfdrst echelon
management responsibilities which 1sfe ‘implicit in a branch chief's
assignment in a Station that ha, ag, 613) employees, Subject responded
to the challenge of the first echelon supervisory responsibilities
in an exemplary manner. Subject managed a branch that had a yearly
budget of two million four hundred thousand dollars, These funds
were judiciously spent on printed propaganda, white and black radio
programs, and on..political action operations which were implemented .
via labor, student,.and-professional groups. Subject has the knack of ©
judiciously blending quality with quantity and in this melding effort,
Subject reflected.cost consciousness and effectiveness in the use of
personnel, space equipment ,and funds. Subject has a distinct flair
for political action operations | and can translate policy directives
into meaningful action programs by all of his assets. Subject has the
ability to delegate authority and to appropriately fix responsibility
with those officers: whom he supervises. In the management. field} .
Subject's. only discernible weakness is a tendency to be abrupt with
subordinates. It is believed that this minor shortcoming will be
overcome with the acquisition of added experience in the field of
personnel management,.:On balance therefore, Subject's overall perfor-
mance as a supervisor and as an intelligence. officer warrants. an 9

SECTION D CERTIFICATION AND COMMENTS evaluation eR CONTEATED)

BY EMPLOYEE
{ CERTIFY THAT! HAVE SEEN SECTIONS Ar B, AND C OF THIS’ REPORT _

BY SUPERVISOR
Tif THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION

MONTHS EMPLOYEE HAS BEEN
UNDER MY- SUPERVISION

TYPED OR PRINTED NAME AND SIGNATURE

22 months
s/ Andrew K. REUTEMAN

DATE OFFICIAL TITLE OF SUPERVISOR
15 May 1964 Chief of Station, JMWAVE| (signed in pseudo on Fld. Trans J)

BY REVIEWING OFFICIAL :

SouMeNTs OF REVIEWING OFFICIAL

Although I have had few chances to personally observe
work, I concur in the supervisor's comments and
rating due to my general impression of—@@@iiiie capabilities
and performance of duty received in occasional meetings
extending over a number of years.

OFFICIAL TITLE OF REVIEWING OFFICIAL

Deputy Chief, WH (SA)

DATE
i June 1964

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ms

CONTINUATION SHEET

“Section C - Narrative Comments °

Subject has additional growth potential as an intelligence
_ officer and as a first echelon supervisor of individuals doing
a basic intelligence task. Ethnic origins, foreign language
fluency and experience acquired to date generally dictates a
career for Subject in the general arena. of Greek operations.
While the major thrust of Subject's career orientation should
be geared toward Greece and its related problems, it is believed
that it is essential, that, on a periodic basis, Subject be directed
into non-Greek areas of interest, in order that the continued
challenge of new horizons will stimulate Subject to develop to
his full capacity. In practical terms, this means that out of
any eight-year time cycle, at least two years should be spent
by Subject on non-Greek or even non-European affairs. This
officer has the potential to be a broad-gauged officer but he
must be stimulated and led in that direction which will fully
harness the totality of his. potential. .

The rating officer would be pleased to have Subject work
with him at any other Field Station that might be entrusted to
the rating officer.


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‘}EMPLOYEE'SERIAL' NUMBER:** j

' oo 3. SEX 4. GRADE
 ppenpwaliiimmaime {5 sux 1322 MASA 7
6. OFFICIAL POSITION TITLE = — 0)” vo oo pt ; ) é :

____~ OPS OFFICER —_

| SPECIAL (Specify): ~ ; ;
12. REPORTING PERIOD (From- to)” : vs
> 1 January 1963 - 31: aly 1963.9
: PERFORMANCE EVALUATION -. "|.

Performance ranges from wholly inadequate to slightly less than satisfactory. A rating In this category requires
_ positive remedial action. The nature of the action could range from:counseling, to further training, to placing on: |.
probation, to reassignment of to separation, Describe action taken or proposed in Section Cc.

A - Adequate Performance meets al! requirements. It is entirely satisfactory ond ts ‘characterized neither by deficiency nor
excellence.

- Proficient Performance is more than satisfactory. Desired results are being produced ina proficient | manner.
S - Strong Performance is characterized by exceptional proficiency.

O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of
, others doing similar work as to warrant special recognition.

List up to six of the most important specific duties performed during, the rating period. Insert rating letter which best describes the
manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. Al! employees
|with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of omployeos supervised).

‘| SPECIFIC DUTY NO. ‘ RATING

LETTER
Deputy Chief of Branch handling (in absence of Chief) all aspects
of politicalyaction., ,and psychological warfare activity and

2 fFourteett case officers and clerical personnel. f
SPECIFIC DUTY NO. 2 RATING

Case officer for student project involving political action, LETTER
propaganda, intelligence collection and a hemisphere-wide apparatus. BI)
é 3

SPECIFIC DUTYNO.3 | ; RATING
; ; . : LETTER

SPECIFIC DUTY NO. 4 : : RATING
LETTER

SPECIFIC DUTY NO. 5 : j i Bay _ RATING
., : LETTER

‘[SPECIFIC DUTY NO.6 . . . j im oe, . 7 RATING
. : : : LETTER

_OVERALL PERFORMANCE IN CURRENT POSITION
- RATING
Take into account everything about the employee which influences his effectiveness In his current position such as per- | LETTER
formance of specific duties, productivity, conduct on fe cooperativeness, pertinent personal traits or habits, and :
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, (s7
place the letter in the rat ex corresponding to the statement which most accurately reflects his level of performance. |_,.'

17 OCT 1b3, ,
FORM 45 opsoLeTe PREVIOUS EDITIONS. _ SECRET— G
= Sane.


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. *
’ (When Filled In)

| SECTION Cc 2 fa NARRATIVE COMMENTS

Indicate significant strengths or weaknesses demonstrated In current position keeping in proper perspective their relationship to.
overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment
on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best

basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if
applicable. . : . ;
Reference is made to paragraph C of subject's previous fitness report
dated 10 January 1963 which is still applicable. During the period
covered by this report subject has done an excellent job in the handling
of a significant student exile group which hitherto had successfully
resisted any important degree of control. Under subject's direction
an exile teachers' group reached a high level of effectiveness in the
propaganda field and was turned over to another case officer.

Subject has effectively terminated unproductive operations in the prop
field (one magazine and a news letter) and is building up Station radio
capability directed at the maintarget. ;

His high professional standards, complete comprehension of the problems [
faced by the Station and strong. urge to win in our struggle with the
opposition make it a distinct pleasure to see him take over as Chief
of the PW branch.

SECTION D CERTIFICATION AND COMMENTS

is : : : BY EMPLOYEE

! CERTIFY THAT | HAVE SEEN SECTIONS A, B, AND C.OF THIS REPORT

DATE SIGNATURE OF EMPLOYEE | . -

| JUL 3.1 B83 /s/ Walter D, NEWBY (signed in pseudo on Fla. Transmittal)
2. - BY SUPERVISOR

MONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
UNDER MY SUPERVISION

TYPED OR PRINTED NAME AND SIGNATURE

15 months .
OFFICIAL TITLE OF SUPERVISOR
/s/ Robert K, TROUCHARD

DATE
31 July 1963 Chief, PW (signed in pseudo on "ld. Trans.}

3. : BY REVIEWING OFFICIAL :

COMMENTS OF REVIEWING OFFIclaAL — The Reviewing O cer is familiar with Subject’s
work based primarily on discussions with Subject. and Subjects supervisor,
general observation of Subject during the past year and frequently review-
ing his completed work. Subject is an extremely hard working, dedicated
individual with an ability to develop rapport quickly with his contacts.
Subject works long hours including weekends without complaining and is
always available when there is a job to be done. Subject has demonstra-—
ted those’ qualities of management, initiative,’ drive and devotion to
duty that are necessary to perform the many and varied tasks of a fast
and continually changing’ situation. The Reviewing Officer-concurs ‘with
the Rating Officer's overall evaluation of Strong} oF

OFFICIAL TITLE OF REVIEWING OFFICIAL /s/ D OR PRINTED NAME_AND SIGNATURE
8 HURST

- ‘Frederick J. INGI
-Deputy Chief of Station (signed in pseudo-on Fld. Trans.)


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eo;

(When Filled In)

Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to
overall performance. Stote suggestions made for improvement of work performance. Give recommendations for training. Comment
on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide bes?
basis for determining future personnel action. Manner of performance of managerial or supervisory duties must-be described, if
applicable, : : >

No change from previous report Submitted 19 January 1963.

~ CERTIFICATION AND COMMENTS
BY EMPLOYEE - =
1 CERTIFY THAT I HAVE SEEN SECTIONS A, 8B, AND C OF THIS REPORT _.-

DATE ‘ SIGNATURE OF EMPLOYEE . , ‘
_27 March 63 /s/ Walter D, NEWBY (signed on Field Transmittal) -
7 BY SUPERVISOR - ; j

MONTHS EMPLOYEE HAS BEEN IF THIS.REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION .
UNDER MY SUPERVISION y : . —_

(DATE . . . : OFFICIAL TITLE OF SUPERVISOR - : . TYPED OR PRINTED NAME AND SIGNATURE —
. oe /s/ Robert _K, TROUCHARD

27 March 63 Chief, PW Branch signed on Field Transmittal)

: = : : BY REVIEWING OFFICIAL . :

COMMENTS OF REVIEWING OFFICIAL :

eae ory

OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE

a oe | /s/ Andrew K, REUTEMAN
Chief of Station, JMWAVE | . 14


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a}

> SECRET Cc
~~ C€When Filled In} 00000 “oo.

“J EMPLOYEE SERIAL‘
ve _

Os Ce LLP)

2. DATE OF BIRTH |3. SEX 4. GRADE /|5. SD
ali g duly 1922 fae [6smah 9 |
6. OFFICIAL POSITION TITLE

OPS OFFICER DDP/S.A.S- JMWAVE 45 fuca

[Jareetan Groote SSS*d =i ra

11. DATE REPORT DUE IN O.P. j 12. REPORTING PERIOD (From- to-)
1 January 1963 — 31 March 1963
| j PERFORMANCE EVALUATION . :

- Performance ranges from wholly inadequate to slightly leas than satisfactory. A rating in this category requires
fo. positive remedial action.. The hature: of-the-action could range fron’ counseling, to further training,.to placing on

| | FITNESS REPORT
SECTION Air7 221 PED) hag

(Las (First) (en mM d

°

W- Weak

probation, to:reassignmient of to separetion. Describe action taken of-proposed in Section C..
A + Adequate Performance meets al! requirements. It is entirely satisfactory and is characterized neither by deficiency nor

a excellence. ; .
P - Proficient’ Performance is more than satisfactory. Desired results are being produced in a proficient manner.
S- Strong . Performance is characterized by exceptional proficiency.

O - Outstanding Performance is so exceptional in relation. to requirements of the work and in comparison to'the performance of
others doing similar work as to’weorrant special recognition. —

“SPECIFIC DUTIES

List up to six of the most important’ specific duties performed during the rating period. Insert rating letter which best describes the
manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees

with supervisory responsibilities MUST be rated on their ability to. supervise (indicate number of employees supervised).
SPECIFIC DUTY NO. 1 ° — ——— ——— RATING
1 ! LETTER
RATING
LETTER
RATING
LETTER
RATING
LETTER
SPECIFIC DUTY NO. 5 j . . ; ; RATING
. . LETTER
oo, 8 .
SPECIFIC DUTY NO. 6 ; ) RATING |.
SUE Dy ALLO CL st + : . . LETTER

OVERALL PERFORMANCE IN CURRENT POSITION
: RATING
PS

SPECIFIC DUTY NO. 2

SPECIFIC DUTY NO.

SPECIFIC DUTY NO. 4

Take into account everything about the employee which influences his effectiveness in his current position such as per-
formance of specific dutles, productivity, conduct on jee cooperativeness, pertinent personal traits or habits, and

particular limitations or talents. Based on your knowledge of employee's ‘overall performance duting the rating period,
place the letter in the rating box-coffesponding to the statement which p

ost accurately reflects his fevel of performance.

(When Filled In)

6. OFFICIAL POSITION’ TITLE

OPS OFFICER

42s REPORTING PERIOD [Front rs as
2 cae ee ~ January” 1962 = 31. December. 1962
PER ORMANCE EVALUATION = ue we :

Performance ranges from wholly inadequate to slightly less than satiefactory. A rating in this category requires
. positive remedial action.:-The ature of the action could range frém. counseling, to further training, to placing on
probation, to reassignment of to separation. Describe action taken or proposed in’ Secti jon C.

A - Adequate — Performance meets all requirements. It is entirely satisfactory and 1s characterized | neither by deficiency nor
excellence.

P= Proficient.. Performance is more than sotisfactory. Desired results are being produced in a proficient manner.
S = Strong Performance is characterized by exceptional proficiency.

O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of
; ; others doing similar work as to warrant special recognition.

[bist up to six of the most important specific duties performed during the rating period. . Insert rating letter which best describes the
manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees
with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).

SPECIFIC DUTY NO. 1 RATING
Deputy Chief of Branch handling (in absence of Chief) all aspects | Serre
political action and psychological warfare and supervising (fifteen)
case officers and clerical personnel, Py 6) &

SPECIFIC DUTY NO. 2 RATING
Case Officer for student project involving political action, rena
propaganda, intelligence collection and hemisphere-wide
apparatus. ‘

SPECIFIC DUTY NO. 3 RATING
Case Officer for teacher's organization engaged in hemisphere- ae
wide ‘press and radio » Propaganda. ow

SPECIFIC ‘DUTY. NO.4.. .

; . ya RATING
Case. ‘Officer on. project. Producing . news - letter aimed: at ‘press. a “ey
outlets . in'Latin America... 00 oe mee, Chg

SPECIFIC OUTY.NO. 8 .. RATING

Maintains. contacts “with key elements of a. veteran’ S type. a - "ay
organization. as.a » developmental Project. Z

SPECIFIC ouTY NO. 6 RATING

LETTER

OVERALL PERFORMANCE. IN.CURRENT POSITION
Take Into account everything about the employee which Influences his effectiveness in his current position such as per- | LETTER
formance of specific duties, productivity, conduct an joe cooperativeness, pertinent personal traits or habits, and

“RATING

particular limitations or talents. Based on your knowledge of employee’s overall performance during the rating period,
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.

F .
TOSM 45 OBSOLETE PREVIOUS EDITIONS.

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ae (When Filled In)
NARRATIVE COMMENTS

Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to
overall performance, State suggestions made for improvement of work performance. Give recommendations for training. Comment
on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best

basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if
seplicsblesbject's strengthS.iie in his ability to analyze a problem quickly

and skillfully, to strip it of unnecessary detail and to render a

decision without waste of motion. He has contributed greatly to the

efficiency of the Branch by eliminating unproductive ventures, counseling

the members and promoting the principles of correct tradecraft. He has

been successful in resolving complicated problems involving control of.

an unruly. group.. He-has. a strong..personality and firm convictions about
the..proper .manner of..carrying. -On... cavert operations. and. voices his

convictions without fear. He is an excellent supérvisor and is respected

by the members of the branch for his forthrightness and his sober
judgment..and.sound advice. His handling of agents and contacts on the

outside both directly .and. indirectly. mixes .to a..proper extent firmness

and friéndliness. In Short he is a distinct asset to the clandestine Shee
services both administratively and operationally... ; fess

“CERTIFICATION AND COMMENTS — —
BY EMPLOYEE

| CERTIFY THAT | HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT _
. SIGNATURE OF EMPLOYEE
19 JAN 63 /s/ Walter D,.NENBY (signed on Field Transmittal)
- BY SUPERVISOR

MONTHS EMPLOYEE HAS BEEN \F THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATI
UNDER MY SUPERVISION 7s Qn

10 months —

DATE . OFFICIAL TITLE OF SUPERVISOR TY Ry PRINTED NAME AND SIGNATURE .
. So — 5 Robert K, TROUCHARD ©

Pie sm es | Chief/PW — JMWAVE (signed: on Field Transmittal).

13. j BY REVIEWING OFFICIAL oe

COMMENTS OF REVIEWING OFFICIAL Subject is an unusually competent of icer in the

field of covert action operations in that‘he blends a flair for this ~:

activity with sound tradecraft principles and a firm-adherence to valid

reporting techniques, Subject is dedicated and hard working and he has

proven by performance that he is willing to work long hours: in order to.

accomplish his operational objectives. Subject's overall performance

warrants an evaluation of ‘jstron ng}' 94 Subject has growth. potential. both as.
«jan intelligence officer and as a~first. echelon supervisor of. individuals
doing a basic intelligence task. Subject's activities come to the
attention of the reviewing officer on a ‘weekly basis. cons

“| OFFICIAL TITLE OF aEviewiNG OFFICIAL vane OR PRINTED NAME AND SIGNATURE
rn 5
Chief of Station 7 TMWAVE (ctened on on Field Transmittal)

RET
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